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طراحی سیستم اثربخشی شرکت برق منطقه ای هرمزگان: تلفیقی از الگوهای نوین | ||
| مطالعات برنامه ریزی آموزشی | ||
| مقاله 4، دوره 15، شماره 29، شهریور 1405، صفحه 71-91 اصل مقاله (691.64 K) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22080/eps.2026.31776.2415 | ||
| نویسندگان | ||
| کورش فتحی واجارگاه* 1؛ فرهاد فتحی2؛ طلعت دیبا واجاری3 | ||
| 1استاد دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید بهشتی، تهران، ایران | ||
| 2دانش آموخته دکترای مطالعات برنامه درسی. دانشگاه شهید بهشتی، تهران، ایران | ||
| 3استادیار گروه علوم تربیتی، دانشگاه پیام نور، تهران، ایران | ||
| تاریخ دریافت: 25 اردیبهشت 1405، تاریخ پذیرش: 20 تیر 1405 | ||
| چکیده | ||
| هدف: ارزیابی اثربخشی دورههای آموزشی، شرایطی فراهم میآورد تا مدیران و کارکنان سازمان تصویری روشنتر از چگونگی کم و کیف فعالیتهای آموزشی به دست آورند. هدف پژوهش حاضر، طراحی سیستم اثربخشی شرکت برق منطقه ای هرمزگان بود. روش شناسی: روش پژوهش حاضر، آمیخته از نوع اکتشافی بود.در پژوهش حاضر، با توجه به اهداف مذکور، در بخش کیفی از روش تحلیل اسنادی و در بخش کمی از روش دلفی استفاده شد. جامعه پژوهش حاضر، اسناد و مدارک موجود در شرکت برق منطقهای هرمزگان بود و از روش نمونه گیری هدفمند استفاده شد. به منظور تجزیه تحلیل داده ها از روش کدگذاری و مقوله بندی استفاده شد. اعتبار دادهها از طریق خودبازبینی پژوهشگران و همسوسازی دادهها و اعتمادپذیری با هدایت دقیق جریان جمعآوری اطلاعات تعیین شد. همچنین اعتبار الگو با استفاده از روش پرسشنامه به روش دفی انجام و مورد تایید قرار گرفت. یافتهها: الگوی مطلوب ارزشیابی اثربخشی آموزش شرکت برق منطقه ای هرمزگان شامل ارزیابی واکنش (ارزیابی مدرس، ارزیابی محتوا، ارزیابی فعالیت های یادگیری و ارزیابی برنامه ریزی)، ارزیابی سطح یادگیری (ارزیابی توسط مدرس، خودارزیابی و پیش آزمون- پس آزمون)، ارزیابی سطح رفتار (ارزیابی سطح فردی و ارزیابی سطح سازمانی)، ارزیابی سطح نتایج (دستیابی به اهداف، میزان به کارگیری آموخته ها در محیط کار و میزان اثربخشی دوره در بهبود عملکرد سازمانی)، نرخ بازگشت سرمایه (هزینه، فایده و بازه زمانی) و ارزیابی سطوح (سطح فردی، سطح سازمانی، سطح تیمی و سطح اجتماعی) بود. نتیجه گیری: الگوی ارائهشده در این پژوهش نهفقط در سطح واکنش یادگیرندگان یا یادگیری نظری، بلکه در سطوح رفتاری، نتایج سازمانی، تیمهای کاری و حتی اثرات اجتماعی آموزش تأمل میکند؛ این امر نشان میدهد که آموزش منابع انسانی میتواند فراتر از یک فرآیند داخلی سازمانی، در ایجاد ارزش اجتماعی و توسعه سرمایه انسانی در سطح منطقهای نقشآفرینی نماید. نوآوری و اصالت: پژوهش حاضر با در نظر گرفتن مسائل و مشکلات ارزشیابی اثربخشی دورههای آموزشی در شرکت برق منطقه ای هرمزگان، الگوی منحصر به فرد آن را طراحی نمود و با ارائه آن نسبت به تامین نیازهای اساسی این حوزه به کار گیری شد. | ||
| کلیدواژهها | ||
| بهینهسازی اثربخشی آموزش؛ الگوی ارزشیابی اثربخشی؛ برنامهریزی آموزشی؛ شرکت برق | ||
| عنوان مقاله [English] | ||
| Designing a Training Effectiveness Evaluation System for Hormozgan Regional Electric Company: An Integration of Modern Models | ||
| نویسندگان [English] | ||
| Kourosh Fathi Vajargah1؛ Farhad Fathi2؛ Talat Diba Vajari3 | ||
| 1Professor, Faculty of Educational Sciences and Psychology, Shahid Beheshti University, Tehran, Iran | ||
| 2Ph.D of Curriculum Studies, Shahid Beheshti University. Tehran. Iran | ||
| 3Assistant Professor of Education, Payam Nour Univeristy, Tehran, Iran | ||
| چکیده [English] | ||
| Aim: The aim of the present study was to design the effectiveness system of Hormozgan Regional Electric Company. Methodology: The present research method was a mixed exploratory type. In the present study, in accordance with the aforementioned objectives, the documentary analysis method was used in the qualitative part and the Delphi method in the quantitative part. The population of the present study was the documents and records available in Hormozgan Regional Electric Company, and the purposive sampling method was used. In order to analyze the data, the coding and categorization method was used. The validity of the data was determined through the researchers' self-review and data alignment, and reliability was determined by carefully guiding the flow of information collection. Also, the validity of the model was carried out and approved using the questionnaire method using the Deffi method. Results: The desired model for evaluating the effectiveness of training in Hormozgan Regional Electric Company included response evaluation (instructor evaluation, content evaluation, learning activity evaluation, and planning evaluation), learning level evaluation (instructor evaluation, self-evaluation, and pre-test-post-test), behavior level evaluation (individual level evaluation and organizational level evaluation), results level evaluation (achievement of goals, extent of application of learning in the workplace, and effectiveness of the course in improving organizational performance), return on investment (cost, benefit, and time period), and level evaluation (individual level, organizational level, team level, and social level). Conclusions and suggestions: Finally, considering the weaknesses and also using existing effectiveness evaluation models, the desired model of Hormozgan Regional Electric Company was developed and suggestions were presented for its optimal use. Innovation and originality: The present study, considering the issues and problems of evaluating the effectiveness of training courses in the Hormozgan Regional Electric Company, designed its unique model and presented it to meet the basic needs of this field. | ||
| کلیدواژهها [English] | ||
| Optimizing Training Effectiveness, Effectiveness Evaluation Model, Educational Planning, Electricity Company | ||
| مراجع | ||
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